1. COCA COLA HUMAN RESOURCE MANAGEMENT WITHIN COCA COLA HRM has many advantages at Coca Cola. Being a global company its not possible for them to create certain policies or procedures that could be applied in all the divisions of their company. Various political and cultural differences should be taken into account.
JOB ANALYSIS AND DESIGN HR department of Coca cola has its own job analysis and description, which helps them in getting information about their employees. Various areas on which this job design focuses are: his work activities, performance standard, information related to his conduct, job context etc. PLANNING AND FORECASTING HR department of Coca cola involves in company strategic planning and they also do enough planning for hiring employees in future. They forecast their future need of employees on the basis of increase in productivity, changing technology etc. RECRUITMENT POLICY The company has a well established recruitment process. Firstly HR department gives advertisement in company website, institutions, newspapers etc. Then the roll out the application forms, and candidate are required to submit their documents along with CV. Then these documents are analyzed. The company does both internal as well as external recruitment. TRAINING POLICY After the recruitment process fresh employees are trained for three months and they are also paid salaries and after the completion of the training they become the part of the firm. The company also provide training to its existing employees based upon the requirements of company as well as employees. For example: if the new technology is introduced in the company, the employee are give proper training on how to use it. WAGES POLICY
The company provides competitive and really satisfactory wages to its employees. Along with wages a lot of amenities and perks are also provided on the basis of their policies. STRUCTURE OF WAGES (a) White collar workers: are the executives and officers are offered handsome salary with a lot of incentives. (b) Blue collar workers: are salesman who are offered wages and commissions. ANNUAL LEAVE POLICY The company has different leave structures for different regions and different countries of the world where they have their manufacturing units. EMPLOYEE FORUM In US, these employee forums help employee to connect with their colleagues who are of same background and share similar interests. These forum help employees support each other personally as well as professionally. Forums that are currently active are: (a) African-American (b) Women (c) Gay-lesbian (d) Administrative Professionals (e) Latin EDUCATION POLICY
The company has always believed in the power of education. They say that education is a force that helps in improving the quality of life and it creates opportunities for people to grow. They have committed to help people in make their dream come true. They are involved in innovative program all over the world. They provide hardworking people with books, supplies, and scholarships.
TIME MANAGEMENT POLICIES
They work in two shifts. Whenever there is a demand they include some extra shift. These are the two shifts: (a) 8.a.m to 4 p.m. (for all departments except Technical department) (b) 4 p.m. to 12 p.m. (Technical department)
COMPENSATION AND BENEFITS
Basic salary Pick and drop Bonus Medical facilities Social securities Gratuity fund
MENTORING PROGRAMS
The company is planning to start mentoring programs that include one to one mentoring, mentoring self study tools, group mentoring etc. Currently Minute maid and North America manufacturing unit has one to one mentoring. These programs helps in building trusting relationship, coaching, career counselling and life lessons.
PERFORMANCE APPRAISAL
The company performance appraisal is done on annual basis The HR says: (a) We appraise our employees on the basis of their performance. (b) The goals are the set in the beginning of the year, and the employees are informed about it. (c) If the employees achieve these goals, they are appraised.
SAFETY POLICY
The company has set a safety standard which ensures compliance with company requirement and the government. Integrated approach of the innovation for the safety of employees at all operational levels.
2. PEPSICO
HUMAN RESOURCE MANAGEMENT
At Pepsi co they believe that “ Their people are their greatest assets”. They focus on Employee Development and for that they ensure:
Their staff consists of world class professionals and the right systems are their to encourage them in developing their potential. Create a supportive and collaborative environment to encourage people to grow. Develop performance appraisal and reward system to motivate employees.
HRIS The company has developed a interactive website which is aligned with all the functions related to HR which helps in facilitating communication between organization and employees. HRIS has enhanced the overall perception of HR is changing director and leading towards building relationships. EMPLOYEE EMPOWERMENT The company has given rights to its employees to take part in decision making especially those decisions which are related to employees. The company has authorized subordinates to work on behalf of their superiors in their absence. The company’s focus is on building strong relationship with its employees by giving them incentives. RECRUITMENT The company recruits its employees both internally as well as externally. The recruitment is done on the basis of demand of various departments and the projects. The company has a well established recruitment process. Firstly HR department gives advertisement in company website, institutions, newspapers etc. On the basis of CVs the candidates are shortlisted and they have to give written test and interviewed.
TRAINING AND DEVELOPMENT
The company provides training from fast track managers to technical employees.
For lower and technical staff they have a full year training calendar. If any employee thinks he require training he can contact HR department and he will be given training program. In Pepsi they prefer On the job training and external sources. PERFORMANCE APPRAISAL
The company performance appraisal is done on annual basis under 360 degree method. The competent employees are rewarded with promotions, increments, bonuses, and annual holidays. The results of appraisal are used by the company for further development of employees. The company also uses questionnaire to understand the behavior of the employees and then on the basis of answers their personality is judged. After evaluation the employees with unsatisfactory performance are warned and monitored for some period of time and if still the performance of employees is unsatisfactory, then they are demoted or fired.
COMPENSATION AND BENEFITS
Basic Salary Conveyance House rent allowances Medical reimbursement Special allowance Bonus Leave travel allowance Promotion Free Transport House loans Overtime payment
3. Hindustan Unilever HR PRACTICES OF HINDUSTAN UNILEVER The HR Practices of HUL are as follow:
Recruitment and Selection Performance Management Training & Carrier Development Compensation
RECRUITMENT AND SELECTION RECRUITMENT It is a procedure to find the wellsprings of labor to meet the prerequisites of the staffing plans and to utilize the viable measures for drawing in that labor in sufficient numbers to encourage powerful choice of a proficient workforce. PROCESS: • Finding out the prerequisite (employing versus exit), up and coming opportunities, sort of representatives required. • Developing appropriate systems to pull in reasonable applicants. • Stimulating however many hopefuls as could reasonably be expected.
SELECTION:It is one region where the impedance of outer elements is insignificant. Subsequently the HR division can utilize its prudence in surrounding its choice approach and utilizing different determination instruments for the best outcome.
PERFORMANCE MANAGEMENT An effective Performance Management System should achieve the following:A viable Performance Management System ought to accomplish the accompanying:• Review the business cycle of each worker, • Beginning with the enrolling procedure, • Employee advancement, • Ending with viable post employment surveys. • Employee's information, aptitudes, and capacities with the association's human capital needs what's more, business goals.
• Provide administrators and workers with the devices important to concentrate on here and now and long haul objectives that add to both profession and authoritative achievement.
360-degree performance appraisal. Mechanisms like 360-degree feedback give input from bosses, peer bunches and subordinates to give all encompassing and target assessment of the representatives. Evaluation on their potential is conveyed straightforwardly to all representatives independently and vocation ways are shared with them.
System of Performance Appraisal –
Establish Performance Standard. Communicate standard & expectation to employees. Measure actual performance by following instructions. Adjust actual performance due to environment influence. Compare actual performance with set standards & find out deviations. Suggest changes in job analysis & standards if necessary. Follow up.
Training The Training Inputs are:• Skills • Education • Development • Ethics • Problem Solving Skills • Decision Making • Attitudinal Changes
Carrier Development:Hindustan Unilever provided both vertical and lateral growth prospects for its workers in all the business units present in India. India was one of few countries where all the different
business divisions – Research, Development, Testing, Consulting, Sales & Marketing, and Support – had a very important presence. Employees could move between the business units As per their areas of interest. Moreover, employees were provided with exposure to different business units by way of mentoring from senior employees of Unilever.
COMPENSATION The benefit schemes were re-evaluated twice a year. The benefit programs included:
Tuition assistance programs which included financial assistance to meet tuition expenses for all employees. This gave them the opportunity to continue their formal education while working. A range of professional counseling and support services for employees and eligible family members Facilitation for employees to relocate if transferred to help them settle easily in the new location Assistance programs in case of emergency for employees and their eligible dependents travelling on company work to locations worldwide. Company stock offers to the employees to enable them to share the benefits of the company’s performance. Medical benefits that were aimed keeping the employees healthy and motivated, so as to reach expected productivity levels.
Comparison In terms of 1. Recruitment
In Coca Cola, the company has a well established recruitment process. Firstly HR department gives advertisement in company website, institutions, newspapers etc. Then the roll out the application forms, and candidate are required to submit their documents along with CV. Then these documents are analyzed. The company does both internal as well as external recruitment. In Pepsico, the company recruits its employees both internally as well as externally. The recruitment is done on the basis of demand of various departments and the projects. The company has a well established recruitment process. Firstly HR department gives advertisement in company website, institutions, newspapers etc.On the basis of CVs the candidates are shortlisted and they have to give written test and interviewed. In HUL, the company uses these process: Finding out the requirement (hiring vs. exit), upcoming vacancies, kind of employees needed. Developing suitable techniques to attract suitable candidates. Stimulating as many candidates as possible. 2. Training In Coca Cola, After the recruitment process fresh employees are trained for three months and they are also paid salaries and after the completion of the training they become the part of the firm. The company also provide training to its existing employees based upon the requirements of company as well as employees. For example: if the new technology is introduced in the company, the employee are give proper training on how to use it. In Pepsico, The company provides training from fast track managers to technical employees.For lower and technical staff they have a full year training calendar. If any employee thinks he require training he can contact HR department and he will be given training program. In Pepsi they prefer On the job training and external sources. In HUL, The Training Inputs are:- Skills, Education, Development, Ethics, Problem Solving Skills, Decision Making, Attitudinal Changes 3. Compensation In Coca Cola, the benefits are in terms of: Basic salary, Pick and drop, Bonus, Medical facilities, Social securities, Gratuity fund. In Pepsico, the benefits are in terms of: Basic Salary, Conveyance, House rent allowances, Medical reimbursement, Special allowance, Bonus, Leave travel allowance ,Promotion, Free Transport, House loans, Overtime payment. In HUL, Tuition assistance programs which included financial assistance to meet tuition expenses for all employees. This gave them the opportunity to continue their formal education while working. A range of professional counseling and support services for employees and eligible family members Facilitation for employees to relocate if transferred to help them settle easily in the new location
Assistance programs in case of emergency for employees and their eligible dependents travelling on company work to locations worldwide. Company stock offers to the employees to enable them to share the benefits of the company’s performance. Medical benefits that were aimed keeping the employees healthy and motivated, so as to reach expected productivity levels. 4. Performance Appraisal In Coca Cola, The company performance appraisal is done on annual basis. They appraise their employees on the basis of their performance. The goals are the set in the beginning of the year, and the employees are informed about it. If the employees achieve these goals, they are appraised. In Pepsico, the company performance appraisal is done on annual basis under 360 degree method. The competent employees are rewarded with promotions, increments, bonuses, and annual holidays. The results of appraisal are used by the company for further development of employees. The company also uses questionnaire to understand the behavior of the employees and then on the basis of answers their personality is judged. After evaluation the employees with unsatisfactory performance are warned and monitored for some period of time and if still the performance of employees is unsatisfactory, then they are demoted or fired. In HUL, Mechanisms like 360-degree feedback give input from bosses, peer bunches and subordinates to give all encompassing and target assessment of the representatives. Evaluation on their potential is conveyed straightforwardly to all representatives independently and vocation ways are shared with them. Establish Performance Standard. Communicate standard & expectation to employees. Measure actual performance by following instructions. Adjust actual performance due to environment influence. Compare actual performance with set standards & find out deviations. Suggest changes in job analysis & standards if necessary. Follow up.
Suggestions All the 3 companies vary in the HR Strategies practiced by them. And there are also some similarities in terms of compensation benefits and performance appraisal techniques. The companies are using